Construction is one of the leading industries within the United States but is also known as one of the most unsafe industries. During 2014, the construction industry accounted for 899 fatalities of the 4,821 occupational fatalities (U.S Bureau of Labor Statistics, 2016). With construction accounting for more than 18 percent of all occupational deaths, a focus on how to improve construction safety is essential. In order to increase safety, the culture and climate throughout the organization needs to take ownership for safety within the organization. Safety culture has been described as “the beliefs, values, and behaviors that are consistent throughout all members of the corporation” in terms of safety (Molenaar, Park, & Washington, 2009).
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These metrics are important but a shift has been made towards understanding the perceptions of the employees when it comes to safety. In a 1980 article, Zohar Dov introduced what is widely known today as safety climate in which he drew off of previous research into the term organizational climate (Dov, 1980). Safety climate was defined as the “shared perceptions among employees in regard to safety policies, procedures, and practices” (Dov, 2008). Safety climate is what is noticed every day at the jobsite and having a good safety climate among all employees is essential to ensure every employee goes home …show more content…
LMX has be defined as the process between a leader and their subordinates in defining their roles and how their exchanges develop over time (Graen & Cashman,1975). This theory states that the leader has different relationships with each their subordinates and are classified as either being high quality or low quality relationships. When a leader and subordinate relationship is very minimal and follows the employment contract, this is known as a low quality LMX relationship (Martin, Thomas, Charles, Epitropaki, & McNamara, 2005). A high quality LMX relationship has been described as when the exchanges between the leader and the subordinate are more involved and give more responsibility to each of the subordinates (Martin et al., 2005). During the role making process, how the leaders expresses their expectations and the employee’s response to meeting these expectations defines the quality of the LMX relationship that will form (Breevaart, Bakker, Demerouti, & van den Heuvel, 2015)
LMX theory also states that depending on the quality of these relationships, the leader will reward their subordinates with additional resources such as autonomy and the chance to be involved in decision-making process for meeting certain job requirements (Breevaart et al., 2015). These resources that are given in higher quality relationships
These metrics are important but a shift has been made towards understanding the perceptions of the employees when it comes to safety. In a 1980 article, Zohar Dov introduced what is widely known today as safety climate in which he drew off of previous research into the term organizational climate (Dov, 1980). Safety climate was defined as the “shared perceptions among employees in regard to safety policies, procedures, and practices” (Dov, 2008). Safety climate is what is noticed every day at the jobsite and having a good safety climate among all employees is essential to ensure every employee goes home …show more content…
LMX has be defined as the process between a leader and their subordinates in defining their roles and how their exchanges develop over time (Graen & Cashman,1975). This theory states that the leader has different relationships with each their subordinates and are classified as either being high quality or low quality relationships. When a leader and subordinate relationship is very minimal and follows the employment contract, this is known as a low quality LMX relationship (Martin, Thomas, Charles, Epitropaki, & McNamara, 2005). A high quality LMX relationship has been described as when the exchanges between the leader and the subordinate are more involved and give more responsibility to each of the subordinates (Martin et al., 2005). During the role making process, how the leaders expresses their expectations and the employee’s response to meeting these expectations defines the quality of the LMX relationship that will form (Breevaart, Bakker, Demerouti, & van den Heuvel, 2015)
LMX theory also states that depending on the quality of these relationships, the leader will reward their subordinates with additional resources such as autonomy and the chance to be involved in decision-making process for meeting certain job requirements (Breevaart et al., 2015). These resources that are given in higher quality relationships